With the first Labour government that the UK has seen in 14 years, the country has been expecting to see significant changes in relation to workers rights.
Labour won by a landslide on 4th July 2024, with their campaign which proposed to enhance workers’ rights, job security, and increase fairness within the workplace.
With it now being over a month since Sir Kier Starmer moved into Downing Street, what employment law changes should employees expect to see, based on Labour’s proposals?
Strengthening Job Security
One of the most significant and talked about proposals in order to strengthen job security, is the plan to abolish exploitative zero-hour contracts. Labour state that zero-hour contracts often leave workers uncertain about their income and work schedule, which can lead to stress and financial instability.
Labour proposes that under their new legislation, workers will be entitled to a minimum number of guaranteed hours, based on a 12-week reference period. This should provide help to employees suffering financial instability due to uncertain shift patterns.
Enhanced Workers’ Rights
Labour proposes plans to improve workers’ rights across the board. One key way they plan to do this, is with the introduction of a “real living wage”, which will affect all workers aged 16 and over.
The introduction of a “real living wage” is to ensure that during times of increased cost of living, such as now, workers wages keep pace with increasing costs. For employees, this once again means better financial security.
Empowering Trade Unions
Labour also proposes to empower trade unions, which are viewed by both employers and employees as a vital tool in protecting worker’s rights.
The proposed legislation includes simplifying the process of joining a union and making it easier for unions to gain recognition in workplaces.
Unions provide support for employees, especially in the public sector when negotiations for fair wages and working conditions take place.
Tackling Workplace Inequality
The Labour government have been very outspoken throughout their campaign in regards to addressing inequality in the workplace. To combat this, Labour plan to introduce mandatory pay gap reporting, for ethnicity, and disability for employers with more than 250 employees. Mandatory pay gap reporting for gender already exists.
This move aims to bring greater transparency and accountability to workplaces, helping to identify and address systemic pay disparities. For employees, this means a fairer and more inclusive workplace where everyone has the opportunity to progress, regardless of their background.
Flexibility and Remote Working
Post pandemic, workers views have shifted in regard to flexible working, with employees acknowledging the positive effect that flexible working can have on work-life-balance.
With an increasing number of employer’s keen to return to a standard 5-day week in the office; Labour is moving towards a flexible and inclusive working week for employees, by introducing a law which states that employees have the right to request flexible working from day one of their employment.
Strengthening Enforcement Mechanisms
To ensure these new rights and protections are upheld, Labour plans to establish a single enforcement body to oversee employment rights. This body would have the power to investigate and penalise employers who violate workers’ rights. For employees, this means greater assurance that their rights will be protected and that any grievances will be addressed promptly and effectively.
Contact an Expert in Employment Law
Farleys’ employment law specialists are always keeping up to date on current and upcoming changes to employment law. This means that we can offer the best possible, up to date advice. Whether you are an employer or an employee, Farleys’ team of experts are on hand to advise on matters in relation to your individual circumstances. Get in touch today on 0845 287 0939 or contact us by email.
